Human Resource Management-A Broad Base Of Knowledge
The goal of the BBA program in Human Resource Management is to provide students with a broad base of knowledge in the Human Resource Management discipline. 380, 381, 374, 472, 478, 479, 480, 363
Objective
Knowledge And Competencies Essential To All Business Professionals
In addition to knowledge unique to there specific program of study (major), we also want our students to be well versed in the role that information systems, operations management, and strategy formation play in an organization. Our students must also be critical thinkers and good communicators.
Indicator
Management Information Systems Pre-Test And Post Test
Assessment will be made using pre-test and post- test performance on basic computer technology and the role of information systems in organization.
Criterion
Management Information Systems: Improvement On Post Test Scores
The target class average on post-test questions will be 75% correct.
Finding
Management Information Systems
Two sections of the management information systems course were assessed. The pre-test means were 46.0 and 45.0, and the Post-test means were 74 and 72. In previous semester, the instructor realized that students were not engaged in the course. Using feedback from the students, the method of instruction was modified. Based on these findings and feedback form the students, the adjustments appear to have been beneficial to the students.
Indicator
Operations Management Pre-Test And Post Test
Assessment will be made using pre-test and post- test performance. Students will be tested on knowledge of operations management strategies and tactics.
Criterion
Operations Management: Improvement On Post-test Scores
The target class average on post-test exam is 75% correct. There should also be a substantial improvement in the post-test performance over the pre-test scores.
Finding
Operations Management
Two sections of the operations management course were assessed. The pre-test means were 44.6 and 40.8, and the Post-test means were 82.7 and 86.3. There was a significant improvement in both sections, and the target of a post-test mean of 75% was exceeded. The current teaching methods are apparently working and on average, students are learning operations management strategies and tactics. These methods have been shared with others who teach in this and related disciplines.
Indicator
Strategic Management Pre-Test And Post Test
Assessment will be made using pre-test and post- test performance. Students in all sections of the strategic management course will be tested on knowledge of the various components of management strategy formulation. The four faculty who teach strategy met to select objective questions which embody the various components.
Criterion
Strategic Management: Improvement On Post-test Scores
Because this is the first time an assessment of this nature has been made, no specific targets were set. However, a substantial improvement in post-test scores is anticipated.
Finding
Strategic Management
Assessment of strategic management was conducted in the spring of 2009. The average score on the pre-test was 41.0 and the post-test score was 58.0 which is not the level of improvement anticipated. The faculty will meet to examine these finding. Early discussions indicate that an assessment of student projects (required in all sections of the course) may be a more precise indicator of student learning.
Indicator
Performance On TACTS Critical Thinking Instrument
The critical thinking skills of management majors will be assessed using the Texas Assessment of Critical Thinking Skills (TACTS) instrument. TACTS is a 45 minute, multiple choice test which evaluates 12 thinking skills that were identified as important in the business disciplines.
Criterion
Underclassmen And Upperclassemen Performance On TACTS
The mean score on the TACTS critical thinking instrument administered to senior level students will be statistically higher than the mean score for the student in the sophomore level class.
Finding
TACTS Results
The TACTS instrument was administered to six sections of a sophomore level statistics course and three sections of a senior level operations management course in the fall semester of 2008. Upperclassmen management majors scored statistically higher on the average than the underclassmen.
Indicator
Written Communications Rubric
The degree of competency in written communication will be assessed through writing assignments in the business communication courses. A rubric developed by the communications faculty will be used to ascertain the level of proficiency.
Criterion
Performance On Written Communications Rubric
Eighty percent of the sampled students will score at least 70% on the written business communication rubric.
Finding
Results Of Written Communications Assignments
Approximately 92% of sampled students met expectations on the business communication writing rubrics in the Fall 2008 semester.
Indicator
Oral Communications Rubric
The degree of competency in oral communications will be assessed through an oral presentation in the business communication courses. A rubric developed by the communications faculty will be used to ascertain the level of proficiency.
Criterion
Performance On Oral Communications Rubric
Eighty percent of the sampled students will score at least 70% on the oral presentation rubric.
Finding
Results Of Oral Communications Assignments
Approximately 94% of sampled students met expectations on the oral presentation rubric in the Fall 2008 Business Communications classes.
Action
Management Info Systems
Further refinements are being considered and will be implemented for the next semester in order to improve learning and to move towards the mean of 75% correct.
Action
Operations Management
The learning objectives for operations management will be reviewed for relevancy and assessed on a scheduled regular basis.
Action
Strategic Management
The faculty who teach strategic management will work to refine the assessment technique. Once a clearer understanding is reached, knowledge of the various components of management strategy formulation will be reassessed.
Action
Modify Critical Thinking Pedagogy
Faculty teaching relevant courses will find ways to modify pedagogy for the purpose of improving critical thinking skills.
Action
Additional Communications Assessment
The COBA faculty will develop a mechanism for assessing communication skills outside of the Business Communication course. Evidence is needed that students are applying communication skills in subsequent courses.
Objective
Management Core Concepts And Principles
Students who complete the BBA in Human Resource Management will demonstrate knowledge of the core concepts and principles of Management and the functions of Management. 380
Indicator
Management Pre-Test And Post-Test
Assessment will be made using pre-test and post-test performance on concepts and principles, and on the functions of Management. 380
Criterion
Management: Improvement on Post-Test Scores
Students will average at least a 50% improvement over the pre-test. The class average on individual post-test questions will be 75% correct. Post-test questions will be included on each unit examination. 380
Finding
MGT Core Concepts And Principles Findings
This objective was assessed in Spring 2008 and therefore was not assessed in 2008-09.
Action
MGT Core Concepts & Practices
This objective is scheduled to be assessed during the semester of Spring 2010. All faculty scheduled to conduct assessments must meet with the Department Chair prior to the beginning of the semester to review objectives, criterion, and indicators.
Objective
Human Resource Management Practices
Students who complete the BBA in Human Resource Management will demonstrate knowledge of the practices of Human Resource Management that afford an organization a competitive advantage and the components and functionality of an Enterprise Resource Planning system (SAP R/3) as they pertain to Human Resource Management 374
Indicator
Human Resource Management Pre-Test, Post-Test, And Rubric
Assessment will be made using pre-test and post-test performance on the practice of Human Resource Management. A rubric will be used to assess skills in the application of SAP R/3. 374
Criterion
Human Resource Management: Improvement on Post-Test and Rubric Scores
Students will average at least a 50% improvement over the pre-test. The class average on individual post-test questions will be 75% correct. Post-test questions will be included on each unit examination. Seventy five percent of Management majors will receive a score of at least acceptable on the SAP R/3 rubric. 374
Finding
HR MGT Practices
This objective was not assessed in 2008-2009.
Action
Human Resource Practices
This objective is scheduled to be assessed during the semester of Fall 2009. All faculty scheduled to conduct assessments must meet with the Department Chair prior to the beginning of the semester to review objectives, criterion, and indicators.
Objective
Compensation Of Employees
Students who complete the BBA in Human Resource Management will demonstrate knowledge of employee compensations issues and practices that afford an organization a competitive advantage and the components and functionality of an Enterprise Resource Planning system (SAP R/3) as they pertain to compensation management 472
Indicator
Compensation Pre-Test, Post-Test, And Rubric
Assessment will be made using pre-test and post-test performance on employee compensation issues. A rubric will be used to assess skills in the application of SAP R/3. 472
Criterion
Compensation: Improvement on Post-Test and Rubric Scores
Students will average at least a 50% improvement over the pre-test. The class average on individual post-test questions will be 75% correct. Post-test questions will be included on each unit examination. Seventy five percent of Management majors will receive a score of at least acceptable on the SAP R/3 rubric. 472
Finding
Compensation Findings
This objective was not assessed in 2008-2009.
Action
Compensation
This objective is scheduled to be assessed during the semester of Spring 2010. All faculty scheduled to conduct assessments must meet with the Department Chair prior to the beginning of the semester to review objectives, criterion, and indicators.
Objective
Human Resource Development
Students who complete the BBA in Human Resource Management will demonstrate knowledge of the purpose, development, and functions of human resource development and the skills in recognizing, analyzing, and formulating strategies to solve training and development problems. 479
Indicator
Human Resource Development Pre-Test, Post-Test, And Rubric
Assessment will be made using pre-test and post-test performance on the purpose, development, and functions of human resource development. A rubric will be used to assess skills in recognizing, analyzing, and formulating strategies to solve training and development problems.479
Criterion
Human Resource Development: Improvement on Post-Test and Rubric Scores
Students will average at least a 50% improvement over the pre-test. The class average on individual post-test questions will be 75% correct. Post-test questions will be included on each unit examination. Seventy five percent of Human Resource Management majors will receive a score of at least acceptable on the Human Resource Development rubric.479
Finding
Human Resource Development Findings
This objective was assessed in Spring 2008 and therefore was not assessed in 2008-09.
Action
HR Development
This objective is scheduled to be assessed during the semester of Fall 2010. All faculty scheduled to conduct assessments must meet with the Department Chair prior to the beginning of the semester to review objectives, criterion, and indicators.
Objective
Human Resource Law
Students who complete the BBA in Human Resource Management will demonstrate knowledge which will allow them to recognize legal problems in human resources management settings and to differentiate between legal and ethical human resource issues. 363
Indicator
Human Resource Law Pre-Test And Post-Test
Assessment will be made using pre-test and post-test performance on legal problems in human resource settings. 363
Criterion
Human Resource Law: Improvement on Post-Test Scores
Students will average at least a 50% improvement over the pre-test. The class average on individual post-test questions will be 75% correct. Post-test questions will be included on each unit examination. 363
Finding
Human Resource Law Findings
This objective was not assessed in 2008-2009.
Action
HR Law
This objective is scheduled to be assessed during the semester of Fall 2009. All faculty scheduled to conduct assessments must meet with the Department Chair prior to the beginning of the semester to review objectives, criterion, and indicators.
Objective
Organizational Behavior
Students who complete the BBA in Human Resource Management will demonstrate knowledge of how and why people behave in organizations and how to apply the knowledge of human behavior in organizations. 381
Indicator
Organizational Behavior Pre-Test And Post-Test
Assessment will be made using pre-test and post-test performance on concepts and principles of organizational behavior. 381
Criterion
Organizational Behavior: Improvement on Post-Test Scores
Students will average at least a 50% improvement over the pre-test. The class average on individual post-test questions will be 75% correct. Post-test questions will be included on each unit examination. 381
Finding
Organizational Behavior
This objective was assessed in Spring 2008 and therefore was not assessed in 2008-09.
Action
OB
This objective is scheduled to be assessed during the semester of Spring 2010. All faculty scheduled to conduct assessments must meet with the Department Chair prior to the beginning of the semester to review objectives, criterion, and indicators.
Objective
Labor Relations
Students who complete the BBA in Human Resource Management will demonstrate knowledge of collective bargaining and industrial relation and an understanding of the legal environment in which unions and organizations operate. 478
Indicator
Labor Relations Pre-Test, Post-Test, And Rubric
Assessment will be made using pre-test and post-test performance on concepts and principles, and on the functions of Management. A rubric will be used to assess skills in recognizing, analyzing, and formulating strategies to solve training and development problems. 478
Criterion
Labor Relations: Improvement on Post-Test Scores and Rubric Scores
Students will average at least a 50% improvement over the pre-test. The class average on individual post-test questions will be 75% correct. Post-test questions will be included on each unit examination. Seventy five percent of Human Resource Management majors will receive a score of at least acceptable on the Labor Relations Rubric. 478
Finding
Labor Relations Findings
This objective was assessed in Spring 2008 and therefore was not assessed in 2008-09.
Action
Labor Relations Actions
This objective is scheduled to be assessed during the semester of Fall 2010. All faculty scheduled to conduct assessments must meet with the Department Chair prior to the beginning of the semester to review objectives, criterion, and indicators.
Objective
Social Responsibility
Students who complete the BBA in Human Resource Management will demonstrate knowledge of the current views concerning the social responsibility of business and of several ethical principles. 480
Indicator
Social Responsibility Pre-Test And Post-Test
Assessment will be made using pre-test and post-test performance on ethical principles and the current views of corporate social responsibility. 480
Criterion
Social Responsibility: Improvement on Post-Test Scores
Students will average at least a 50% improvement over the pre-test. The class average on individual post-test questions will be 75% correct. Post-test questions will be included on each unit examination. 480
Finding
Social Responsibility Findings
This objective was not assessed in 2008-2009.
Action
Social Responsibility Actions
This objective is scheduled to be assessed during the semester of Fall 2009. All faculty scheduled to conduct assessments must meet with the Department Chair prior to the beginning of the semester to review objectives, criterion, and indicators.
Goal
Human Resource Management Student Satisfaction
Human Resource Management students will be satisfied with instruction they receive.
Objective
HRM-Comparison With Aspirant Schools
Human Resource Management students will be as satisfied with the level of instructions they receive as those students who attend six aspirant schools, schools in the same Carnegie Class, and all schools who participate in the Educational Benchmarking Inc. - Undergraduate Business Exit Assessment.
Indicator
HRM-Educational Benchmarking Inc.- Undergraduate Business Exit Assessment
For over a decade, Educational Benchmarking Inc. has been the premier provider of benchmarking assessments for management education. This organization measures the effectiveness of a program from the student's perspective. Therefore, the opinions of Management students as measured by the Educational Benchmarking Inc. Undergraduate Business Exit Assessment will be used to measure student satisfaction.
Criterion
Human Resource Management Comparison
The mean satisfaction level of Sam Houston State University's management majors will be in the top 50% when compared to six aspirant schools, schools in the same Carnegie Class, and all participating schools.
Finding
HR Management Program
The mean perception of satisfaction with the quality of the faculty and instruction was indeed in the top 50% when compared to six aspirant schools, schools in the same Carnegie Class, and all participating schools. In fact, Sam Houston State University ranked at least in the top 27% of all three comparison groups.
Action
Human Resource MGT
These finds support what we believe to be true about the quality of instruction provided to our management majors. We will continue to maintain an environment which fosters quality instructions and an environment conducive to learning. We will also continue to monitor the perceptions of our students.